DEI Toolkit 6: Considerations in Diversity, Equity, and Inclusion

About the Diversity, Equity, and Inclusion Toolkit
Activating and fully integrating your organization’s values for diversity, equity, and inclusion (DEI) will increase your organizational resilience, promote more ethical community partnerships, and increase your reputability and leadership in the field. Our 6-part DEI toolkit series provides frameworks and guidance so you can thoughtfully address historic inequities while building better practices and increasing your organization’s ability to work for a just and healthy world everyone can enjoy. 

Each toolkit is themed for accessibility and ease of use. You’ll find webinars, workshops, guides, templates, and activities to increase your organization’s readiness, competency, and capacity for diversity, equity, and inclusion throughout all components of your work. 

TREC is committed to growing our offerings through these toolkits, so please check back in for new additions throughout the year.  

DEI Toolkit 6: Considerations in Diversity, Equity, and Inclusion offers additional resources and activities for your organization on a variety of topics.

Toolkit Resources

Working Across Generations, we can work it out!

Unlocking the strengths of multi-generational workplaces is essential, and sometimes challenging, work. In this webinar, we will explore practices to build understanding, slay age-ist stereotypes, and leverage the value of diversity across decades.

Indigenous Lands Activity

This activity invites you to have a team discussion about the history of the lands you inhabit, the historical and present day contributions of the Indigenous peoples’ in those territories, […]

White Supremacy Culture & Professionalism

This offering is meant to identify behaviors and mindsets that have developed from white supremacist culture that many of us exhibit regardless of our different identities, because we all exist in this culture together and are impacted by it. However, the impact disproportionately affects Black, Indigenous, and people of color (BIPOC) in a harmful way that often has long-term consequences both personally and professionally. Regardless of where you or your organization are in your DEI journey, assessing the impact of white supremacy culture at your organization will help support a more equitable and inclusive organization inside and out.

DEI Data Analysis: Green 2.0 Data Discussion

Organizations across the environmental sector and other industries have been implementing DEI strategies or have recently begun their DEI journeys to increase diversity and inclusion in the workplace and incorporate it into their mission and vision. There have been many studies that uncovered why so many organizations believe diversity and inclusion efforts are valuable and worth investing in for their long-term strategy. However, there is much less research on how the strategies are being implemented and how effective they are.This resource is a 3-part series of guided workshops to analyze research and data collected by Green. 2.0 to consider the effectiveness of DEI strategies at environmental NGOs and Foundations. It can be facilitated by a DEI leader for an organization or for the board as a part of the continued learning. DEI Committees could also incorporate it into their work to assess their DEI strategy and find opportunities to increase impact.

Communicating Across Generational Diversity

To effectively support teams with diverse age groups, it's essential to first recognize our generational differences and biases. How have significant cultural and historical events shaped my generation? How does belonging to a certain generation influence my communication style? How does it affect my leadership approach and decision-making? How have these factors contributed to the organizational culture and my own work experience? This resource is offered in the spirit of increased understanding of how a diversity of lived experiences impacts the workplace.

Racial Disparities in the Environmental Movement

This resource includes a pre-work activity and two exercises to foster a foundational understanding of environmental racism and the impact on the conservation and environmental movement. The exercises can be facilitated by an Executive Director or DEI lead for the full staff or the DEI committee across multiple sessions. It can also be completed individually.

Intersectionality and DEI

When we think critically about the intersections between climate change and race, class, gender identity, etc., we can really root into our values as organizations that prioritize diversity, equity, and inclusion in our work. Embracing intersectionality is an opportunity to deepen our commitments to DEI by exposing inequities and systemic failures to flip the status quo. Intersectionality is one tool of many that we have to avoid replicating existing social and economic power structures that perpetuate oppression and discrimination. This is a DEI learning resource that includes one pre-work activity to be completed individually and two group exercises on personal identity, power, and privilege. It is meant for organizations that are early in their DEI learning who are developing an understanding of the foundations of DEI. It can also be adapted for individual learning.

From Ally to Accomplice

This is a DEI learning resource that includes one exercise to understand what it means to be an ally and introduce the concept of an accomplice. It is meant for teams that are already engaged in DEI learning that have an intermediate understanding of personal and systemic power and privilege.

Background Image: American Rivers | Scott Bosse

Can you help TREC improve our website with a 2-minute survey?

Start Survey